Let’s make menopause mainstream conversation

Thorbjörg Hafsteinsdóttir believes that workplaces and businesses have a responsibility to provide both management and employees with general knowledge about women's health, especially concerning the midlife phase that can be extremely challenging for some women, though not for all.

One third of women aged between 45 and 55 will go through the menopause relatively unaffected, another third will have moderate symptoms, while the last third will be so severely challenged, physically and cognitively, by severe symptoms such as frequent hot flushes, sleep disturbance, joint pains and brain fog.  

While previous studies from the UK and other countries have shown that one in ten women have quit their jobs due to menopause symptoms, a more recent study has found that 23 per cent have considered doing so.

This makes it the responsibility of workplaces to support women going through the menopause, says Thorbjörg Hafsteinsdóttir.

"Just as many workplaces have a senior or stress policy, menopause should also be on the agenda. It’s in the businesses' own interest to look after their female workers, so they won’t report sick or quit their job prematurely," she says.

Private matters impact working life

Katja Thorsteen Larsen, board member at Finansforbundet Nordea, agrees. 

At last year's national congress, she took the podium to get the message across that trade unions can shape development by bravely shedding light on the issues that are not addressed in other ways – the menopause included.

“We also discuss topics such as maternity leave, illness, grief and children's illnesses – topics that are private, yet impact our working life. We are whole persons with diverse life situations and phases, and, as a trade union, we must foster an inclusive work environment that embraces everyone." 

The reactions were overwhelming, she says.

"I've received a huge amount of positive feedback, and the professional support for pursuing the topic has been tremendous."
The first step is knowledge, finds Katja Thorsteen Larsen. 

"This is a topic that everyone in our society should know more about. Sure, it may be filled with dilemmas, but if we break the taboo by discussing both the negative and the positive effects of this phase of life for women, it can help more women develop a strategy for themselves," she says. 

A long haul

All said, Katja Thorsteen Larsen still believes that we are in it for the long haul to have menopause included in businesses' health policies. 

"It will become – or is already – a competitive advantage for workplaces that wish to be part of the future to demonstrate inclusiveness that accommodates the whole person. But English conditions are still far on the horizon," says Katja Thorsteen Larsen, referring to the significant focus on the menopause demonstrated by the UK in recent years – among politicians, trade unions and workplaces.

Today, about 25 per cent of UK employers have a menopause policy.
"We must stand our ground in Denmark and remember the positive stories; otherwise, we risk contributing to the stigmatisation of women. We must ensure that we don't render them uninteresting during this phase of their working life, as they are still competent. This is just a phase of life where some might need support," says Katja Thorsteen Larsen.

What do you need?

So, what tools are available to workplaces when it comes to supporting menopausal women?

Thorbjörg Hafsteinsdóttir agrees that the knowledge gap must first and foremost be closed. 

The health expert says that both women and managers need to understand what happens in the female body when hormones begin to fluctuate. 

"There may be many prejudices against women who show up tired and unmotivated at work. Work crises may arise, and sometimes women begin suspecting themselves, when the truth is that the menopause is to blame. Managers can only acknowledge this if they gain knowledge about it, so they can implement some form of menopause plan or policy,” says Thorbjörg Hafsteinsdóttir.

She also suggests offering more flexible working hours, opportunities to work from home and potentially bringing in a consultant to act as a liaison between women and management. 

The following practical changes are also needed:

“Fans could be provided in every room, offering a place to cool down, or you could agree that opening windows is permitted. You might also review any food served in the canteen potentially affecting the condition – or consider having a fitness room at the workplace. This is up to the management who could start by asking the women ‘what do you need?’ says Thorbjörg Hafsteinsdóttir.

She hopes that workplaces in the future will have a menopause policy in line with its stress or senior policy.

“I would really like to see the menopause become more mainstream. Then, having all the various symptoms wouldn’t be associated with shame or guilt. The male employees should of course also be familiar with all the stuff their female employees or colleagues go through. Menopause isn't a mystery; everyone should know about it.